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Affinity Groups for Veterans and Military Service Members

The Department of Veterans Affairs’ (VA) Veterans in the Workplace study gained insight into practices that improve Veteran retention in the workplace. A critical element to workplace retention advocated by study respondents was employer support and development of Veteran and military affinity groups.

This handout describes what affinity groups are, the benefits to having Veteran and military affinity groups, and the practices that could be implemented to make them more effective.

What is an affinity group?

A group of people having a common interest or goal or acting together for a specific purpose

Voluntary, employee-driven group that is organized around a shared interest or dimension

A group that provides support and networking opportunities such as mentoring, community outreach, career development, and cultural awareness activities

A forum for employees to gather socially and share ideas outside of their particular business units

Also referred to as Employee Resource Group (ERG), Employee Network Group (ENG), Business Resource Group, or Associate Resource Group

What is the difference between Veteran and military affinity groups?

Veteran affinity groups include employees who have prior military service

Military affinity groups include employees active in the National Guard and Reserve

Military family members could be included in a Veteran or military affinity group, or they could have their own affinity group as needed or desired

What are the benefits of Veteran and military affinity groups?

They can improve Veteran recruitment efforts by providing a comfort zone for new Veteran hires

They can increase camaraderie by offering Veterans opportunities to network with each other and find out what’s going on within the organization

They can provide a resource of knowledge and experience for product/service development and marketing through workplace discussions

They can help build the company’s external reputation through community involvement in Veteran organizations

They can increase morale and retention by engaging Veteran employees and providing support, networking, and career development opportunities

What are some promising practices to consider for a Veteran or military affinity group?

Organizational strategy:

Have a business plan/strategy that could include by-laws, goals, and chair people (membership, outreach, etc.)

Hold regular meetings to discuss insights, needs, challenges, and successes of members

Develop a clear form of communicating to the entire group, such as by email list or social media groups

Establish a form of communicating information about the group throughout the company

Enlist a sponsor from senior management to represent and support the group

New employee orientation:

Provide assistance to the new Veteran employee in transitioning to the civilian culture

Outline Veteran resources and support available within the organization, including steps for seeking assistance

Provide opportunities for mentorship with seasoned employees who are also Veterans

Career and leadership training:

Provide career development training

Help members move and grow within the organization

Raise members’ visibility within the organization

Discuss leadership in the civilian workplace

Management assistance:

Provide assistance with Veteran recruiting

Members attend job fair and networking events to help the organization connect with Veteran candidates

Act as an internal focus group for the organization, giving valuable insights into diverse marketplaces

Give advice to human resources and management on improving policies and programs

Mentoring and coaching:

Assist in providing mentors with military experience to newly hired Veterans, as desired

Offer training to volunteer mentors within the group

Facilitate mentor relationships within the group and offer assistance when needed

Referral services:

Maintain a list of Veteran services within the organization, and the steps to seeking assistance

Note: This material was generated by Corporate Gray and The Burton Blatt Institute at Syracuse University and is based on research conducted under the U.S. Department of Veterans Affairs’ contract VA101-C17232.